Compensation & OD Synergy

"I used to dismiss compensation as 'boring,' favoring intrinsic motivation as key, but you are making a strong case for it!! I see your point and glad you are passionate about it as a whole-system change lever!" Organization Development Consultant, New York, NY"Organization Development should be out front - it's where the strategy is. Compensation is, you know, 'back office'." Chief Human Resources Officer, Seattle, WA"I know the integration is missing; I just don't know what to do to fix it." VP, Human Resources, Albany, NYCompensation and culture are the two largest drivers of human behavior in organizations, yet the disciplines which oversee them are often seen as distinctly different, if not in some ways opposing. We couldn't disagree more. The disciplines of Compensation and Organization Development are complementary and inherently intertwined, and while some organizations are successful at integrating the resources from both, there remains great opportunity to leverage the complementary competencies for greatest organizational effectiveness. Ed Lawler, Ph.D., Managing Director for the Center for Effective Organizations, and proliferate author, wrote an entire book on this subject entitled, "Pay & Organization Development" (Addison Wesley, 1981), listing the reasons why the disciplines of Compensation and OD are critically related. We can leverage our experience in, and successes with bridging Rewards and OD to help you create new connections, expand performance possibilities, and align intrinsic and extrinsic motivations to more powerfully move the organization forward.Click the following for information on:- Strategy, Culture & Rewards Alignment- Goal Strengths/Gaps Analysis- Group Performance- Performance Strategies- Rewards Strategies- Work Design